Why mediation?
Mediation is an informal cost effective, confidential, and timely dispute resolution process. The parties have control of the process and the outcome with the assistance of the neutral third-party mediator. The mediator assists with communication between the parties to allow understanding of the issues, areas of importance and opportunities for settlement. Mediation can settle disputes fully or partially or determine if an arbitrator or judge should make the decision.
MEDIATION – specialization in employment, workplace, negotiation and labour matters.
Grievances or non-union/management disputes or notice of occurrence for collective agreement/ contract or legislative violations including but not limited to:
· Terminations and/or discipline.
· Scheduling.
· Interpersonal/team conflict.
· Harassment and discrimination.
· Pay or gender equity.
· Health and safety.
· Benefits including health and welfare and short- and long-term disability.
· Pensions.
Note:
1. I will mediate more than one issue/grievance between the parties in a single day depending on the subject matter.
2. I am willing and capable of managing processes with parties who need to be heard/acknowledged before moving to resolve the dispute.
3. Trauma-informed/humane processes.
4. Accommodate disability throughout the process.
Mediation/Facilitation including but not limited to:
· Negotiations/collective bargaining.
· Interpersonal conflict.
· Interest arbitration.
· Negotiations with partners or organizational areas.
· Improving workplace labour relations e.g. labour/management.
Workplace Conflict Management.
Workplace Conflict Management System design.
Team and Governance Dispute Resolution.
Relationship Building.
Nursing and Health Care mediation and dispute resolution services including but not limited to:
· Professional Issues.
· Scheduling.
· Intra-professional and inter-professional team disputes and team restoration.
WORKPLACE INVESTIGATIONS
I provide legally defensible, workplace investigations within and according to legislation and caselaw.
I am sensitive to the process needs of all parties and engage a trauma-informed, anti-oppression lens. When requested to make recommendations, I understand and fulfill the legal requirements and will provide advice about how to resolve the issues going forward.
Types of Investigations:
· Workplace Harassment and Bullying.
· Sexual Harassment.
· Harassment and discrimination based on violations of the Human Rights Code.
· Workplace Violence.
· Code of Conduct Violations.
WORKPLACE ASSESSMENTS
I work with parties to better understand the factors influencing their work environment so they can make improvements, where needed, and reinforce the approaches that are working.
A workplace assessment is a process that seeks to gather information about the culture, environment, practices, and behaviours in the workplace to identify the root causes of any conflicts and issues. It seeks to identify possible areas of improvement and will often include recommendations towards improving the workplace practices, procedures, and culture. Information in an assessment is obtained through a variety of tools including surveys, interviews, and focus groups. The ultimate intent is generally to improve the workplace environment for all employees.
Assessments are typically reactive. Assessments can be provided for a work group, a department, location or an organization. I provide workplace assessments sensitive to the unique needs of the client, for example:
· Workplace Culture Assessment.
· Workplace Review.
· Workplace Restoration Assessment.
· Workplace Health Assessment using the National Standard on Psychological Health and Safety.
· Workplace Violence and Risk Assessment.
· Workplace Fairness Assessment.
Assessments are typically engagement and empowerment processes.
Where requested, as an assessor I will make recommendations for corrective actions.
WORKPLACE RESTORATION
Workplace restoration is a process to respond to workplace conflict considering what is needed to create a healthy and harmonious workplace. It is practical and proactive. It starts with an assessment of the root cause of the conflict and measures that are appropriate to address the conflict. It can address interpersonal conflicts and any disruption in the workplace that may be adversely impacting the work environment, such as organizational changes, leadership challenges, and toxic work environments.
Workplace restoration can be used proactively or to move forward after a workplace investigation is completed. It can be very helpful to create a safe work environment.